Institutional and personal determinants of nursing educators’ job satisfaction and turnover intention: a cross-sectional study

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dc.contributor.authorBoamah, Sheila A.
dc.contributor.authorAlumona, Chiedozie J.
dc.contributor.authorOnyeso, Ogochukwu K.
dc.contributor.authorAwosoga, Olu A.
dc.date.accessioned2025-12-05T22:23:30Z
dc.date.available2025-12-05T22:23:30Z
dc.date.issued2024
dc.descriptionOpen access article. Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International license (CC BY-NC-ND 4.0) applies
dc.description.abstractBackground Nursing educators play a critical role in training future nurses, and high turnover can disrupt the training quality and process. This study identified the institutional and personal factors influencing Canadian nursing educators’ job satisfaction and turnover intention. Methods This cross-sectional study used an online survey to obtain the levels of job satisfaction, turnover intention, role description, and institutional and personal/demographic characteristics of nursing faculty across Canadian institutions. Data were analysed using descriptive statistics, chi-square, bivariate linear regression, and hierarchical linear regression. Results A total of 645 participants, with a mean ± SD age of 48.82 ± 10.11 years, returned a completed questionnaire. The average/maximum job satisfaction and turnover intention scores were 12.59/20 ± 3.96 and 6.50/15 ± 3.05, respectively. Higher job satisfaction was significantly associated with lower turnover intention (β=-0.559, p < 0.001). The multivariate analysis showed that having a partner or being married (β = 0.086, p = 0.031), working ≤ 40 h weekly (β=-0.235, p < 0.001), teaching ≤ 4 courses annually (β=-0.115, p = 0.007), and having higher than bachelor’s degree qualification (β=-0.091, p = 0.042) predicted high job satisfaction, while high turnover intention was associated with faculty in the Prairie region (β = 0.135, p = 0.006) and working ≥ 41 h weekly (β = 0.151, p = 0.001). Conclusion Having a partner, manageable workload, and advanced qualifications positively influenced job satisfaction, while high turnover intention was associated with high workloads. Institutions may benefit from ensuring proportionate faculty workloads, fostering career advancement, and providing robust support systems that can stabilise the workforce and preserve the quality of nursing education
dc.description.peer-reviewYes
dc.identifier.citationBoamah, S. A., Alumona, C. J., Onyeso, O. K., & Awosoga, O. A. (2024). Institutional and personal determinants of nursing educators’ job satisfaction and turnover intention: A cross-sectional study. BMC Nursing, 23, Article 594. https://doi.org/10.1186/s12912-024-02245-9
dc.identifier.urihttps://hdl.handle.net/10133/7239
dc.language.isoen
dc.publisherSpringerNature
dc.publisher.facultyHealth Sciences
dc.publisher.institutionMcMaster University
dc.publisher.institutionUniversity of Lethbridge
dc.publisher.institutionChrisland University
dc.publisher.urlhttps://doi.org/10.1186/s12912-024-02245-9
dc.subjectNursing faculty
dc.subjectPost-secondary institution
dc.subjectWorkload
dc.subjectPrairie region
dc.subjectJob satisfaction
dc.subjectJob turnover
dc.subjectNursing education
dc.subject.lcshNurse educators--Job satisfaction--Canada
dc.subject.lcshNursing--Study and teaching--Canada
dc.titleInstitutional and personal determinants of nursing educators’ job satisfaction and turnover intention: a cross-sectional study
dc.typeArticle
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